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There is lots to think about when starting a new job, or when hiring new staff. It is important that there are good processes in place so that everyone meets their responsibilities and everyone’s rights are protected.

Clear workplace policies and procedures help organisations to be productive, efficient and maintain high levels of staff morale. Ensuring that everyone knows how and why things are done is a key component in establishing best employment practice.

Issues and problems can arise in any workplace. If not resolved they can cause lasting damage to individuals, to the business and to relationships. It is important to ensure there are fair processes in place to deal with problems and that organisations adopt a best practice approach. We have guides, template policies and flowcharts to help.

These Regulations amend the Maternity and Parental Leave etc. Regulations (Northern Ireland) 1999. The purpose of doing so is to remove the limitation on parental leave so that it may be taken at any time before a child’s eighteenth birthday.

The Employment Rights (Increase in Limits) Order (Northern Ireland) came into effect on 15/2/09. This Order increases the statutory limits on figures such as the cap on a weeks pay for the purpose of calculating of statutory redundancy pay.

These Regulations deal with eligibility, applications, breaches of procedure and compensation in relation to statutory applications for contract variation to allow flexible working under the Employment Rights (Northern Ireland) Order 1996 - (See Article 112f)

These Regulations come into effect on 18/5/14 and are derived from changes brought in by reforms under Statutory Rule 102 above. Section 35B provides an entitlement to maternity allowance for women who work with a spouse or civil partner who is engaged in self-employment.

This Order appoints 19th April 2012 as the day upon which the Code of Practice on Time Off for Trade Union Duties and Activities, which is being issued by the Labour Relations Agency (LRA) under Article 90(5) of the Industrial Relations (Northern Ireland) Order 1992, will come into effect.

These Regulations make a variety of amendments to our anti-discrimination legislation as it pertains to gender and pregnancy only. As a result there is no longer a requirement for a comparator who is not pregnant when a woman is pursuing a case of discrimination on the grounds of pregnancy or maternity leave.

These Regulations implement Council Directive 2010/18/EU on the revised framework agreement on parental leave. They amend provisions relating to parental leave in the Employment Rights (Northern Ireland) Order 1996.